Today's workers around the world are experiencing growing uncertainty about their future employment. Living in the chronic threat to the continuity of their employment (i.e., job insecurity) has adverse consequences. To understand where job insecurity comes from, we take a resources-demands perspective to synthesize and meta-analyze 57 theoretical sources of job insecurity. Using 3-decade (1986-2018) data from 425 independent samples representing 219,190 individuals from 39 countries, we find that the vast majority of theoretical predictors explain meaningful variance in job insecurity. Interestingly, resources (facilitating goal attainment), compared with demands (hindering goal attainment) have stronger relationships with job insecurity. Moreover, individualism, gross domestic product, and egalitarianism at the country level strengthen the negative relationships between resources and job insecurity and attenuate the positive relationships between demands and job insecurity, whereas power distance, national unemployment rate, and income inequality at the country-level lessen the negative relationships between resources and job insecurity and aggravate the positive relationships between demands and job insecurity. Finally, organizational practices account for significantly more variance in qualitative job insecurity than quantitative job insecurity, whereas personal factors and organizational social indicators explain a similar amount of variance in qualitative and quantitative job insecurity. Results suggest that gathering personal and organizational resources is more important than removing demands in terms of reducing job insecurity; having access to more resources in an attempt to diminish job insecurity is especially functional in countries high in individualism, gross domestic product, and egalitarianism, or low in power distance, national unemployment rate, and income inequality. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Employee family relationships have been increasingly tied to job outcomes and are known to be a strong predictor of employee health and well-being. As such, taking steps toward uncovering actionable tools organizations can implement to foster improvements in family relationship quality is important and should not be overlooked in occupational health psychology interventions. Supportive supervisor training (SST) targets improving employees' ability to meet their nonwork needs; however, the focus and discussions of the implications tied to SST have largely excluded marital and parent-child relationships, spouses, and spousal outcomes. https://www.selleckchem.com/products/az-3146.html Further, mounting evidence suggests contextual factors shape when SST is most meaningful; however, more research is needed to uncover individual-level factors that may facilitate training effects. This study used a cluster-randomized controlled trial design to evaluate a worksite-based SST with a sample of 250 employees (separated military veterans) and their matched spouses. Using an intent-to-treat approach and 2-level random effects models, results demonstrated that the SST promoted couples' dyadic marital relationship quality 9 months following baseline. Additionally, when employees were under higher levels of baseline stress, couples' dyadic marital relationship quality and positive parenting both improved following the SST. Thus, an SST is beneficial for family relationships as reported by both employees and spouses, which goes beyond previously demonstrated employee health and well-being benefits. (PsycInfo Database Record (c) 2021 APA, all rights reserved).The coronavirus disease 2019 (COVID-19) pandemic has increased the need for psychological care in the global population and has created new barriers to accessing services. Hospitals, mental health facilities, and other clinics face the challenge of providing continued care to a population that is under severe stress, while minimizing in-person visits that risk spreading the virus. The Veterans Health Administration (VHA) is the largest integrated health care system in the United States, providing care at 1,286 sites. VHA ensured the continuity of mental health services after the COVID-19 outbreak by rapidly expanding its use of telemental health methods in the first weeks after the U.S. pandemic outbreak. VHA provided nearly 1.2 million telephone and video encounters to veterans in April 2020 and reduced in-person visits by approximately 80% when compared with the October 2019 to February 2020 period before the pandemic. By June 2020, VHA had an 11-fold increase in encounters using direct-to-home video and a fivefold increase in telephone contacts relative to before the pandemic. This article discusses research on the effectiveness of telemental health, VHA policies before COVID-19 that facilitated the use of telemental health systemwide, and VHA's actions that rapidly scaled use of telemental health during the first months of the outbreak. Key challenges and lessons learned from VHA's experience and implications for providers and health care systems regarding the use of telemental health to meet patients' mental health care needs during the pandemic are also discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Leadership is one of the most researched topics in psychological and other social and behavioral sciences. It is routinely seen as vital to the success and vitality of various forms of collaborative activity not only in organizations but in society at large. This has provided the stimulus for a massive amount of theoretical and applied research and also supports a huge industry. But to whom does this body of work appeal? More specifically, does it appeal to people with a broad interest in advancing groups and society or to people who are primarily interested in promoting themselves? To answer this question, we explore the extent to which individuals' narcissism predicts their endorsement of leadership theories. Results provide empirical evidence that the more narcissistic people are, the more they find leadership theories appealing and the more interest they have in learning about the ideas behind particular theories. The predictive power of narcissism also holds when accounting for other variables (including demographic, Big Five traits, and ideological and motivational variables).